Discuss the costs and benefits (meeting or exceeding quotas, turnover rates of recruits, success of the recruits on the job, job acceptances via different sources, and estimates of quality of hires) of a recruitment strategy used by a particular organization that you are familiar with (either your own or some other setting). You may need to estimate, gather from experts and/or guess at some of these figures. Be sure to cite (APA) where appropriate.
There are a lot of benefits of using recruiting efforts and companies vice running a want add in a local paper and choosing from a pile of resumes. One of the largest benefits is the fact that they come with recommendations as well as a lot of screening has been done prior to reaching the actual interview. Usually when you go with a recruiting firm that is well known they have done a lot of the pre-screening efforts for you to include: drug tests if required, background checks, credit checks if required and even called and checked references prior to even getting an interview with the company. This however is only as effective as the efforts the company puts into it. Expectations must be clearly defined and usually that is done best with a face to face discussion vice just written out. The main reasons is because most people are unable to articulate in writing exactly what they are looking for and something is usually lost in translation if expectations are just written and not explained. I have personally been on both ends of a recruiting firm; I have been recruited by a recruiting firm and have used them to do the recruiting for me. While the initial cost is expensive and usually varies on the skills the company is looking for, it is directly proportional to the salary. I have been personally been told that a recruiting firm can get about five thousand dollars for recruiting me and landing me in a company but that is on the upper end of the scale. Most clients pull in from eight hundred to fifteen hundred a...
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